Recruiting on an ad-hoc basis makes the process of filling roles more challenging, more time-consuming, less controllable and potentially more expensive. Alternatively, with smaller, more frequent and deliberate actions, businesses have more control over the success of their recruiting efforts.  

Irrespective of your business size, here are 6 things you can work on right now to improve your chances of building and maintaining the highest-performing team. 

1. Work on your talent pipeline

By consistently engaging with potential candidates, a business can build stronger relationships and a positive employer brand. All of this helps to reduce the time to fill vacancies, minimises disruptions caused by unexpected departures, and ultimately helps to secure top talent. 

Regularly reviewing and updating the candidate pipeline ensures the talent pool remains diverse, skilled, and aligned with the evolving needs of your business. In a competitive job market, prioritising the development and nurturing of a candidate pipeline is an invaluable asset for sustained success.

2. Improve the candidate's experience

Clear and transparent communication throughout the recruitment process and personalised interactions demonstrate a business's commitment to treating candidates with respect and professionalism. Combined with a streamlining of the recruitment process, employers can increase the likelihood of top candidates remaining engaged throughout the application and onboarding process.

Prioritising the candidate experience will enhance your reputation as an employer of choice and increases the chances of attracting high-quality applicants. Even if a candidate is not selected, a positive experience can lead to future referrals and potential applications. 

3. Get a job ad online

Posting regular job ads, especially via an industry service like HealthyPeople, gives businesses targeted visibility and increased exposure, improving their chances of attracting the best applicants for their facility.

Regular advertising demonstrates a commitment to growth and expansion and projects a positive image of stability and opportunity. It helps to establish brand recognition and helps employers secure the best in the market.

4. Get proactive! Reach out to passive candidates

Passive candidates are those not actively looking for a new job but may be open to considering new opportunities if presented. By virtue of being highly skilled, experienced, and satisfied in their current roles, these candidates are unlikely to be applying to any job ads and therefore can only be reached via direct contact.

Engaging with passive candidates gives recruiting employers the opportunity to highlight the benefits and opportunities available within their business and potentially entice individuals who may not be considering a career move otherwise. 

Investing time and effort into engaging with passive candidates can result in hiring exceptional talent and adding significant value to the organization's growth and success. 

And where is the best source of searchable passive candidates? HealthyPeople. Here's some insight into how best to approach passive candidates.

5. Work on your employer brand

An employer brand includes the reputation, values, culture, and overall perception of a business as an employer. Investing time and effort in the development of your employer brand help attract and retain top talent. 

A strong employer brand communicates a compelling story about the business, highlighting its unique selling points and showcasing why it's an exceptional place to work. Actively shaping and promoting an employer brand helps businesses differentiate themselves from competitors and creates a distinct identity that can resonate with (particular) candidates. 

Clearly and regularly communicate your business's values, culture, and mission via job ads, employer pages on HealthyPeople, social media, and your business website.

6. Stay in touch with your team

Regular communication and engagement encourage a sense of belonging and connection among team members and is essential if leaders hope to understand the needs, aspirations and concerns of their employees. 

All of this contributes to a positive and supportive work environment that reduces staff turnover and helps convert staff into brand ambassadors. Their ability to share positive experiences and perspectives with potential candidates can influence a decision to join the team.

It's all part of an ongoing approach to recruitment

It's easy to believe that a structured and ongoing approach to recruitment is only possible in large businesses with a significant recruitment budget. The reality is quite the opposite. All of the above areas can be actioned for little or no money, and result in significant gains in recruitment performance.